Migrate from HigherMe to BambooHR

HigherMe job postings (title, description, location, screening questions, fit-score weighting, and job board distribution status) map to BambooHR Job Openings. Each posting's store location identifier maps to BambooHR's Location field on the job. Screening question types (single-choice, multi-choice, free-text) migrate as BambooHR custom fields on the applicant record. Fit-score weighting configuration is documented for manual setup in BambooHR since BambooHR does not have a native weighted screening score model.

HigherMe applications (candidate contact details, availability windows, screening answers, fit-score output, application source channel, and submission timestamp) map to BambooHR Job Applications linked to the corresponding Job Opening. The application source (Indeed, Snagajob, direct) migrates as a custom field in BambooHR since it is not a native field on BambooHR applications. Fit-score value migrates as a custom numeric field for reference.

HigherMe candidate records (name, email, phone, work authorization status, geographic distance from job location, WOTC questionnaire responses) map to BambooHR Applicants. Candidates with multiple applications across locations aggregate into separate Applicant records per job in BambooHR's model, preserving each application context. Work authorization and WOTC flags migrate as custom fields. International applicants flagged during scoping are noted for the customer to configure BambooHR's geographic screening rules before migration.

HigherMe multi-location franchise configurations map to BambooHR Location records. Each store's address, manager assignment, and identifier are preserved. Tenant chunking is applied at export time: applicants are segmented by their originating location identifier to prevent cross-store contamination when importing into BambooHR's unified applicant pool. This requires a location inventory from the customer during scoping, which can extend discovery for chains with 50+ locations.

HigherMe interview scheduling, date/time, interviewer assignment, and interview type (phone, video, in-person) attach to the application record. BambooHR does not have a dedicated interview scheduling object in its ATS module; interview details migrate as notes or activity entries on the application record, and the customer configures BambooHR's hiring pipeline stages to reflect the interview workflow. We recommend mapping HigherMe interview stages to BambooHR application status values during configuration.

HigherMe manager notes and structured feedback attached to applications migrate as Note records linked to the corresponding BambooHR applicant. Author and timestamp are preserved. Multi-author notes maintain individual attribution. This mapping applies to free-text feedback; structured scorecards requiring specific field mapping are noted for custom field creation in BambooHR.

HigherMe stores 30-second video cover letters as hosted media URLs rather than downloadable video files. We preserve the URL reference and metadata (duration, upload timestamp) in a custom link field on the BambooHR applicant record. BambooHR does not natively host or embed video; candidates may need to re-record if the hiring team requires in-platform playback. We flag this before migration day so the customer can configure a video hosting alternative (YouTube unlisted link, for example) or adjust expectations.

WOTC eligibility questionnaire responses and eligibility flags attach to the HigherMe candidate record. We preserve the questionnaire answers and eligibility flag as custom fields on the BambooHR applicant or employee record. Note that WOTC eligibility is US-specific and BambooHR handles WOTC via its compliance module; we document the WOTC field mapping so the customer's BambooHR admin can route the data appropriately. This mapping applies only to candidates in the active hiring pipeline at migration time.

HigherMe fit scores (0–100, calculated per application from availability match, distance from location, and screening question responses) migrate as a custom numeric field on the BambooHR applicant record. BambooHR has no native fit-score calculation engine; the score migrates as a reference value for hiring managers to use during manual evaluation. We document the score composition during scoping so the customer's BambooHR admin can determine whether to rebuild a scoring workflow in BambooHR's workflow builder.

Background check results are handled by HigherMe's integration partners (First Advantage) and are not stored as readable records in the ATS API. Candidates with completed background checks will need to initiate a new check in BambooHR's E-Verify and I-9 workflow. We document this boundary in the migration scope and recommend coordinating re-check timing to avoid processing delays for active hires.

Post-hire onboarding documents, I-9 forms, and new-hire paperwork live in HigherMe HR Software, a separate product tier from the ATS. These records are not accessible via the recruiting API and fall outside the ATS migration scope. We flag this boundary upfront: if the customer needs onboarding continuity, they should plan a parallel HR migration or accept manual re-documentation for new hires. Active employees at migration time who were hired through HigherMe will have their onboarding data in HigherMe HR Software, which requires a separate export or migration engagement.